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Promoting talent

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In 2017, 75.4% of employees were involved in training activities

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In 2017, 85,346 hours of training were delivered to 8,604 participants.

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Snam’s commitment for 2018 is to increase the average hours of training up to 32 per employee and to involve 80% of the population in at least one training period.

During 2017 a new project was launched to redesign of the corporate Performance Management system to optimise the current goal assignment and assessment process

Valuing people means understanding their capabilities, developing their skills and enriching their professional and human qualities. Training is the ideal development tool to enhance the value of a company’s human resources.

In anticipation of the 2018 performance cycle, a new project was launched to redesign of the corporate Performance Management system to optimise the current goal assignment and assessment process.
In particular, the new Performance Management system:

  • will enhance the contributions everyone makes to the company;
  • will focus on culture and behaviour (assigning behavioural goals-based on the new Snam Skills Model);
  • will place feedback at the centre of its constructive discussions on engagement, motivation, and empowerment of resources;
  • the programme will engage the entire company through the progressive extension of the performance perimeter over a three-year period (2018-2020);
  • it will have transparent rules, be well-scheduled, and be supported by a new IT tool.

 

This project come also from Snam's Climate survey results: the survey was executed in 2016 to which 82% of employees took part. Areas of enquiry of the survey were: the level of engagement, circumstances that promote the involvement of people, a positive climate at work and instances of improvement for company personnel. The portrayal of Snam that emerges from the survey is that of an organisation capable of innovation and focused on change, where employees are proud, have a sense of belonging and have confidence in the top management.

Here can be found a summary of the results (available only in italian)

The Lean Six Sigma Programme

In 2017, 42 people from different business units were given the possibility obtain Green Belt certification within the Lean Six Sigma programme. The Lean Six Sigma methodology provides the tools needed to eliminate waste in the company, maximising resource utilisation, work areas, production cycles, and at the same time ensuring high quality in production and management processes. This path has allowed the people involved to learn a new model of reading the organisation to increasingly become authors of change, through a more open and collaborative way of working.
In 2018, this training path will be extended to other company resources.

In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.

The company therefore moved from a logic of “courses” to that of training “paths,” i.e. the identification of more highly structured training methods that, over time, support the operational management of the business, in which the local HR departments play a more central role.

A total of around 85,346 hours of training were provided in 2017, about 9,600 of which were dedicated to  HSEQ issues. The training activities related to the provisions of the Organisational Model pursuant to Italian Legislative Decree no. 231 and Anti-Corruption issues were continued: in 2017, 327 hours of training were also provided to 112 people on matters relating to the code of ethics, model 231 and anti-corruption.

The energienglish project has involved many people, at different professional levels, with innovative methods.

To increase the English proficiency of its personnel, Snam launched an innovative two-year training project that aims to involve all employees: energienglish.
 
This initiative provides English courses for the entire organisation, tailored to suit the various language requirements and consistent with business requirements. Three types of training are provided: Self Study, Private and Premium. The development of the courses, all of which use interactive self-learning methods, was assigned to EF Corporate Language Learning Solutions, a leading company in the area of online Business English training that has been working with Snam for years.
 
The most innovative component of energienglish is the Self Study course: designed for all Snam Group employees, it is targeted at anyone who wishes to improve their language skills or start learning English. In 2017 2,829 training hours were provided to 98 participants.

2017: hours of training delivered

  2015 2016 2017
Total hours of training (no.) 87,620 82,184 85,346
Participants (no.) 10,203 10,396 8,604
Average training hours per employee (no.) 29,2 28,5 29,2
Involvement (%) 96.1 97.5 75.4

 

2017: main training initiatives

Description Hours provided (no.) participants (No.) recipients
Managerial training 5,853 1,096 Executives, managers
Technical training 66,576 5,543 Manual workers and office workers
Health, Safety, Environment and Quality 9,675 1,702 Company population

 

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Read about career planning at Snam

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Discover the ICT a Crema training project, a management development innovative course 

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Explore our 2017 Sustainability Report

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updated
11 April 2018 - 15:03 CEST